Three employer groups (n=117), 47 accounting faculty, and 63 students rated the following characteristics of potential employees: master's degree, overall and accounting grade point average, personal integrity, communication skills, energy/drive/enthusiasm, and appearance. Employers and faculty considered integrity extremely important; students…

A study explored the motivational patterns of public relations (P.R.) professionals and the qualities sought in new employees by these professionals. A representative sample of public relations professionals was surveyed with a questionnaire that included Likert scales of motivational statements and skills sought. Common factor analysis with…

A corporate perspective on the general education competencies expected of middle management and technical personnel is provided and responded to in these three papers. First, Rita Meyer presents results from a study conducted by West Virginia Northern Community College to obtain the views of corporate managers on the general education…

Focuses on teachers placement and discusses employer attitudes toward the importance of prospective employees' grades. Results indicate grades are of less importance than professional and/or training references. (Author/HMV)

As part of a series on career and life planning for adults, this four-part booklet examines factors that affect job satisfaction and success. After introductory material noting today's tight job market, Part I lists the qualities employers want employees to have and then discusses: (1) job survival tactics, such as remaining knowledgeable of the…

This paper critiques the 1973 Spence-Arrow model of employer decision-making based on using the job applicant's educational credentials as a screening device to identify pre-existing differences in the abilities of prospective workers. The first section of the paper develops a model similar to the Spence-Arrow model, dropping the assumption that…

To determine which communication skills employers in business and industry perceive as important for employees, a questionnaire was mailed to a random sample of personnel directors in business and industry in the Greater Cincinnati metropolitan area. Of the questionnaires mailed, 89 were returned (29.3% response rate). Analysis of the responses…

The hiring and promotional policies of approximately 64 San Francisco businesses were identified by a questionnaire. Employers rated each policy as being highly important, important, or slightly important. (CH)

A survey of the leading executive search firms indicates an increased willingness to consider older personnel for top positions--particularly at the executive level. Factors affecting this more positive outlook include changed attitudes toward older people in general and the importance of experience as an issue in selection. (Author/SK)

The overall feeling of the business community concerning the potential that women can provide and the role of the university in preparing these women to reenter the business world was that, given effective, comprehensive training designed to meet these identified needs, these women would be welcome and sought after. (Author)

One method for determining requirements of job applicants is to survey, by function, various segments of the company. A three-part questionnaire was designed to identify the preferences of hiring supervisors, the personal attitudes of management, and feelings related to recruiting women/minorities and obsolete employees. (Author/KMF)

Interviews with 101 employers in a 6-county rural area and survey responses from 95 indicated that most have difficulty hiring and retaining qualified workers; most offer formal training; their low level of satisfaction with high school graduates increased as educational levels increased; and highest concerns were about motivation, listening,…

According to responses from 509 of 2,000 accounting employers, educational background is the most important new worker quality, training potential a close second. Industry respondents ranked background and work experience highest; public employers placed the highest premium on training potential. (SK)

Compared to earlier studies, the skills and abilities expected of graduates identified in a survey of 151 employers and 129 business-school faculty showed significant differences. Employers rated oral/written communication, decision making, and creativity most important. For faculty, ethical values, project management, and persuasive ability were…

Eighty Utah companies currently hiring Indochinese refugees and 73 identified simply as "general employers" took part in a study of employers' reactions to Indochinese refugees as job applicants and as employees. The study used questionnaires and oral interviews directed at personnel managers and supervisors and some language proficiency…